Posted: March 9th, 2022

Georgia s Employment Laws 2 pages

Georgia’s Employment Laws


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All 50 states in the U.S. — including Georgia — have their own laws regarding employment. Georgia is beholding to federal laws regarding employment.


When managing the human relations department (HR) in a company in Georgia it is very important to stay abreast of recent laws relating to labor. The “Georgia Security and Immigration Compliance Act” requires subcontractors and contractors working with Georgia’s public employees to verify the eligibility of all new hires. New tough Georgia laws regarding illegal immigration relate to employment, so HR needs to be very up-to-date on those laws. In fact federal immigration laws require employers (HR personnel) to “…complete an INS Form 1-9 to verify each employee’s authorization” to be working in America (Kemp, 2008). A Plan: The HR department should establish regular tutorials for all employees to bring everyone up-to-date on legal requirements for both Georgia and federal guidelines and laws.


THREE: If the HR department in any public or private workplace is not actively working to educate supervisors, managers, executives and others as to the current laws (federal and state) then the HR leadership is not doing its job. Politically and legally, HR professionals have an obligation to inform and educate the company vis-a-vis updated laws pertaining to employment.


FOUR: There is an advantage for companies that ensure HRM polices and practices are up to speed with the applicable laws. That is, avoiding fines and embarrassing public relations from negative news reports — while other companies are being punished for failure to comply — gives the company that follows the law an advantage.


FIVE: What might happen if the HR department fails to follow state and federal employment laws? They will be fined and can expect to receive negative publicity. If the HR department “knowingly” hires or recruits “for a fee, an alien who is unauthorized to be employed in the U.S.,” the employer will be “sanctioned” under the Immigration Reform and Control Act (IRCA) (Goodson, et al., 2008).


SIX: Georgia, Alabama and Arizona among other states have recently enacted tough laws in an attempt to stop undocumented immigrants from entering the U.S. And finding work illegally. In the peer-reviewed Journal of Social Work Education (JSWE) the authors note that some of these laws, including Georgia’s recent law, HB 87, the “Illegal Immigration Reform and Enforcement Act of 2011.” This law is an attempt to prevent illegal immigrants from working in Georgia, but the author writes that it is “…racism inspired”; the issue that the Council on Social Work Education (JSWE) finds deplorable is that HB 87 violates human rights. The law is “restrictive and racist” because it allows police can stop and harass any Latino suspected of being in Georgia without proper documentation (JSWE).


Human relations departments support good business strategies at least 4 ways: a) when HRM selects high quality employees it increases “…the productivity of workers”; b) good HR practices “increase the motivation of workers”; c) giving more responsibility to the workers “…enables the firm to… reduce middle management”; and d) good HR practices reduces “quit rates” and saves “recruitment and selection costs” (De Grip, 2009, p. 1916).


In conclusion, Pieter Nel and colleagues write in the 2011 International Employment Relations Review that ethical codes and policies in corporations are successful when CEOs “…take a highly visible leadership role.” Also company codes of conduct will likely not succeed without “…effective HR management processes” that familiarize employees through training programs (Nel, 2011, 58). In other words, good HRM practices must be in place in order for the company to succeed in following Georgia employment laws; moreover, top management should be fully aware not only of the laws that pertain to immigration employment — and all Georgia employment statutes — but ethical practices are an important component of a successful business and must not be pushed aside but rather should be put in practice by the HR department.


Works Cited


De Grip, Andries, and Sieben, Inge. (2009). The effectiveness of more advanced human resource systems in small firms. The International Journal of Human Resource Management,


20(9), 1914-1928.


Georgia Department of Labor. (2009). Georgia Security & Immigration Compliance Act.


Retrieved September 4, 2012, from


Goodson, Patricia W, and Richardson, Christopher M. (2008). Undocumented-Worker Laws on the Rise: State Solutions to a National Issue. Employment Relations Today, 35(1), 79-93.


Journal of Social Work Education. (2012). Guest Editorial: Why It Is Important For Social Work


Educators To Oppose Racist-Based Anti-Immigration Legislation. Journal of Social Work


Education, 48(2).


Kemp, Brian P. (2009). What Georgia Employers Need To Know / Courtesy of the State Bar of Georgia. Retrieved September 4, 2012, from


Nel, Pieter, Nel, Liza, and du Plessis, Andries. (2011). Implications for Human Resources and Employment Relations Practice With Regard to the Integration of Corporate Ethics


Programmes into the Culture of Organizations. 2011 International Employment Relations


Review, 17(2), 55-74.

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